Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a senior research associate. Find the right words with quality phrases.

A Senior Research Associate is responsible for doing studies on assigned topics and providing analysis and reports on the particular research. This position is useful in various businesses including financial institutions, universities, biotech companies, insurance firms, etc.

The principal duties of this post are researching and testing while adhering to the quality control standards, working hand in hand with other researchers and scientists to generate new scientific methods and procedures, collecting and summarizing data, executing experiments, writing detailed technical detailed reports, creating and maintaining computerized spreadsheets and documentation, managing, training and guiding other team members, developing, implementing and monitoring research activities using advanced statistical analysis and modelling techniques.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Highly inactive and not ready to learn any new skills or develop older ones

Does not think outside the box and is always afraid of making concrete decisions

1

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Incorporates feedback effectively and deals positively with praises and criticism

Tailors a sales pitch to meet unique needs of a certain client

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Avoids the hardest tasks instead of completing them first, thus quickly lacks confidence and motivation to do the easy tasks

Does not share one's goals with colleagues in order to avoid being held accountable to it

1

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Expresses own frustrations with anger instead of taking some time to breathe deeply and finding something positive about the situation

Makes excuses when one is unable to work or does not understand what the project is about instead of asking for clarification

1

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved them

Develops contingency plans for the obstacles that one has anticipated and how and when each plan should be implemented

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Assigns team members deadlines for the projects that are much earlier than what one actually needs in order to give time for changes and other reviews

Encourages constructive feedback from employees in order to know what is happening on the ground

2

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Develops a company's vision but does not indicate where the company is headed or where one wants it to be

Creates an action plan that is hard to change or update thus gets stuck when a plan experiences an unexpected change

1

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Regards use of technology as a waste of the company resources rather than a way to improve productivity

Sets unrealistic goals that are highly unachievable thus ends up wasting plenty of the company's time and resources

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Rarely participates in celebrations and events that feature people with different cultures

Shows unwillingness to take part in professional development courses and forums that enhance intercultural competency

1

PRODUCT KNOWLEDGE: Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.

Poor at explaining how to use a product to clients who have never used it before

Does not know how to fix the most basic problems associated with a product

1

Self Evaluation

Self Evaluation Question

Employee Comments

INITIATIVE:

Are you prepared to learn new skills and incorporate them into your work?

Do you take positive criticism well or do you allow your feeling to lead you?

[employee comments]
ADAPTABILITY:

Can you describe a project or situation which required you to remain open-minded and flexible in order to succeed?

When have you been forced to attend to an emergency in an unusual way and what was the outcome?

[employee comments]
PERSONAL COMMITMENT:

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

Is there a time when you faced challenges when working on a project? What did you do to remain determined to finish the project?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle it?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
REALISTIC GOAL SETTING:

Describe step-by-step, how you go about setting your goals. How do you determine your goals' requirements?

What have you done to help other people to set realistic goals? Give the last time you did this

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem?

When hiring employees, how do you make sure that they are the best fit for the position at hand?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[employee comments]
RESOURCE USE:

How do you make sure that your team members have all the skills needed to accomplish a certain task?

Describe a time when you identified a project that was consuming more company resources than needed. What did you do with the project?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

What efforts are you making to enhance your knowledge about different cultures?

[employee comments]
PRODUCT KNOWLEDGE:

What efforts are you making to improve your understanding of different product specifications?

What are you doing to improve your ability to explain to a client how a new product works?

[employee comments]

Summary

Sections 1-4: To be completed by the supervisor

Section 5: To be completed by the employee

1. Exceeds Job Related Expectations

2. Areas to improve

3. Goals completed since last performance feedback

4. Goals for next period

5. Employee comments

Signatures

I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal.
Employee: Date:
Supervisor: Date:
Human Resources: Date:

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